rehired after terminated for attendance

  1. hello,

    I was wondering if anyone has previously or currently worked at the Cleveland Clinic and has heard of an employee being rehired after being terminated for attendance? I worked at the Cleveland clinic for 5 years, and I am currently in my last year of nursing school (which is partly why I accumulated so many points). I have an appointment to speak with a recruiter in which I will be able to explain that my performance at CCF was always amazing. I received amazing employee evaluations and was employee of the month several times. Any input would be helpful
  2. Visit AlmostRN2018 profile page

    About AlmostRN2018

    Joined: Jul '18; Posts: 6; Likes: 2
    from OH , US

    25 Comments

  3. by   Sour Lemon
    Quote from AlmostRN2018
    hello,

    I was wondering if anyone has previously or currently worked at the Cleveland Clinic and has heard of an employee being rehired after being terminated for attendance? I worked at the Cleveland clinic for 5 years, and I am currently in my last year of nursing school (which is partly why I accumulated so many points). I have an appointment to speak with a recruiter in which I will be able to explain that my performance at CCF was always amazing. I received amazing employee evaluations and was employee of the month several times. Any input would be helpful
    People who were fired from that particular clinic for attendance issues and plan to apply to work there again are going to be a very small group of people. I wouldn't count on getting any firsthand answers.
    How long ago were you fired? It it was fairly recently, I think you're in for an uphill battle. If it was ten years ago ...could be a walk in the park? Hopefully?
  4. by   caliotter3
    Not the Cleveland Clinic but I once worked at a LTC facility that kept rehiring the same CNA who preferred to sneak off to smoke pot on the job instead of work. I always wondered about that.
  5. by   AlmostRN2018
    90 days ago the recruiter seemed more concerned with whether or not I had any other issues during my time of employment such as poor performance...
  6. by   AlmostRN2018
    wow... ive seen employees with substance abuse issues rehired over and over again as well. even one who came to work under the influence of drugs (an RN, btw) who has allowed to return to wrk. its so unfair tbh
  7. by   Triddin
    I feel like you kind of shot yourself in the foot; attendance is part of performance and not showing up for shifts kind of signals poor performance in my opinion- were you not able to swap, decrease your schedule or go on a leave to prevent this from reaching firing? You can blame it on nursing school, but i feel it also shows poor judgment on your behalf, which may be a red flag to future employers.

    You might get rehired, but I would also look into other companies and reflect how to answer questions about your termination which show self reflection on your part.
  8. by   NurseCard
    It's worth a shot I suppose, if your performance was that good.
    If you have any former coworkers or supervisors, or managers, who
    are willing to really go to bat for you, then I would recommend
    asking them to.
  9. by   kbrn2002
    It might depend only on company policy when or even if you are eligible for rehire after termination. For instance where I work the policy for rehire after termination can be as little as 90 days to as long as 1 year or in the worst case scenario ineligible for rehire at all. It depends on the circumstances behind the termination.
  10. by   AlmostRN2018
    thanks!! I tried searching the handbook for the rehire policy but I wasn't able to find a clear answer.
  11. by   AlmostRN2018
    Quote from Triddin
    I feel like you kind of shot yourself in the foot; attendance is part of performance and not showing up for shifts kind of signals poor performance in my opinion- were you not able to swap, decrease your schedule or go on a leave to prevent this from reaching firing? You can blame it on nursing school, but i feel it also shows poor judgment on your behalf, which may be a red flag to future employers.

    You might get rehired, but I would also look into other companies and reflect how to answer questions about your termination which show self reflection on your part.

    thanks for the insight. The floor was in the process of changing nurse managers so I wasn't able to decrease my schedule right away and many of those days conflicted with my school/clinical schedule. I had to make a call. there was also one incident where I needed emergency surgery which actually caused me to miss work and a clinical. im sure everyone has a story, but I feel in this case my work ethic and performance with my patients and co-workers should speak louder than occurrences.
  12. by   AlmostRN2018
    Quote from NurseCard
    It's worth a shot I suppose, if your performance was that good.
    If you have any former coworkers or supervisors, or managers, who
    are willing to really go to bat for you, then I would recommend
    asking them to.
    thank you so much! I have friends, one being the assistant nurse manager who I can ask for reference.
  13. by   Horseshoe
    Quote from AlmostRN2018
    im sure everyone has a story, but I feel in this case my work ethic and performance with my patients and co-workers should speak louder than occurrences.

    Work ethic, rapport with patients, and "occurrences" are ALL part of a person's employee picture. A great worker isn't all that helpful if they have attendance issues that were extreme enough to result in termination. My unit once had a CNA who was really superb-when she actually showed up. But her lack of dependability eventually overshadowed her strong points.

    It doesn't sound as if your issues were as severe as our CNA's (it seemed she was always "sick" on Fridays and Mondays or any day before or right after a holiday), so maybe they will give you another shot at it.
  14. by   cleback
    Doesn't hurt to try but honestly, if they really wanted to keep you, they would have found a way. There's a fair amount of discretion used to enforce attendance policies.

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